Workforce diversity and conflicts in care work: managers’ perspectives

Manthorpe, Jill; Harris, Jess; Moriarty, Jo; Stevens, Martin

doi:10.1332/239788218x15321005058057

Cited by 4 publications

(5 citation statements)

References 17 publications

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“…Overt and covert bullying and discrimination from people receiving care and patients toward ME social care workers were presented in many studies as almost normal expectations (Stevens et al, 2012;Tinarwo, 2017;Manthorpe et al, 2018;Spiliopoulos et al, 2020). Manthorpe et al (2018) indicate that managers felt that overt and covert racism from care users towards ME staff appeared less common than in the past. Nevertheless, it remained a source of conflict and demanded high support from supervisors and managers.…”

Section: Harassment and Bullying In The Workplacementioning

confidence: 99%

Employment Inequalities Among British Minority Ethnic Workers in Health and Social Care at the Time of Covid-19: A Rapid Review of the Literature

Hussein

2022

Social Policy and Society

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There are long-standing concerns of inequalities in the workplace among minority ethnic (ME) workers in the UK health and social care (H&SC) sectors. ME workers contribute significantly to H&SC delivery. However, there is considerable evidence of substantial negative experiences among this group across various workplace indicators and outcomes, including (mis)treatment. The COVID-19 pandemic has exacerbated these inequalities with higher infection rates and related deaths among ME health and care workers. A rapid review methodology was employed to examine the work experiences and outcomes of ME workers in H&SC in the UK, focusing on low paid workers. The review identified fifty-one relevant outputs, detailing the nature and extent of inequalities across recruitment, career progression and treatment at work, including bullying and harassment. The findings highlight the impact of the intersectionality of gender, race and migration status concerning the ways inequalities are manifested and operated through individual perceptions and institutional and structural racism.

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Section: Harassment and Bullying In The Workplacementioning

confidence: 99%

Employment Inequalities Among British Minority Ethnic Workers in Health and Social Care at the Time of Covid-19: A Rapid Review of the Literature

Hussein

2022

Social Policy and Society

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“…The majority of the studies that have been conducted have—rightly so—taken the migrated/racialized care workers' own perspective as a starting point. There is thus reason to shed more light on the question from a managerial perspective (Manthorpe et al., 2018). Managers in elder care are the ones who have the overarching responsibility to ensure that the care staff, regardless of gender and race, have a good working environment and that there are inclusive working conditions (Lill, 2023).…”

Section: Discussionmentioning

confidence: 99%

“…This has resulted in a knowledge gap when it comes to how visibly racialized men experience their work and the meaning of stratification based on skin color in this context. Considering that this group is increasing in size in elder care, it seems important to put the spotlight on their perspectives and experiences in analyses of work in the elder care sector, not least from a managerial perspective (Lill, 2023; Manthorpe et al., 2018).…”

Section: Introductionmentioning

confidence: 99%

Managers' perceptions of masculinity and racialization in Swedish nursing homes

Storm

2023

Gender Work & Organization

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Nursing homes for older people are an integral part in most postindustrial welfare states. The strong formalization and regulation of the Swedish care sector have contributed to a comparatively large share of frontline workers being native‐born Swedish women with a shorter educational background. Yet, an aging population in interplay with increased difficulties to recruit sufficient numbers of native‐born care workers has led to Sweden following an internationally observed trend with an increased reliance on not only migrant women but also migrant men as care workers in residential care facilities. However, little is known about migrant men's experiences of care work and the challenges and obstacles they might face because of their gender and skin color, not least when it comes to experiences of being exposed to gendered racism from the residents. The study builds on interviews with 21 managers employed at Swedish elder care facilities in the Stockholm area. The results suggest that both Black women and men to a greater extent than other ethnic minority workers risk being exposed to racism. At the same time, the results suggest that Black men, due to their gender and skin color, constitute the group of staff that most of all risks encountering racism in the everyday life of caregiving. Taken together, this points to the need of highlighting how stereotypes of gender and race as well as gendered racism are given and gain meaning in elder care. This points to the importance of not considering “migrant care workers” an undifferentiated category of workers when working on creating nondiscriminatory and inclusive working conditions for all visibly racialized care workers.

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“…The study has a broad aim, from which a range of research questions have been explored. For example, we have explored questions related to managing diversity (Manthorpe et al, 2018a); value-based recruitment (Manthorpe et al, 2016); frailty (Manthorpe et al, 2018b); the scale and reasons of low pay (Hussein, 2017); and unresolved stress and personalization (Hussein, 2018) The study involved mixed methods, including a longitudinal staff survey and qualitative interviews. The qualitative element adopted an interpretative methodology, in which aims to explore how general concepts are reflected in individual experience and propose or describe causal mechanisms (Lin, 1998).…”

Section: The Longitudinal Care Workforce Study Studymentioning

confidence: 99%

What encourages care workers to continue working in intellectual disability services in England? Interview findings

Stevens

Moriarty

Manthorpe

et al. 2019

J Intellect Disabil

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The article reports research aimed at identifying factors relating to retention in English intellectual disability services, drawing on a study of the social care workforce. The research involved two rounds of interviews with social care managers and staff between 2009 and 2014. The study uses social exchange theory, particularly the idea of ‘reciprocity’ and the mechanism of ‘hope’, as a conceptual framework to aid interpretation of the themes relating to retention identified in the interview analysis: ‘pay’, ‘support’, ‘morale’, and ‘training’ (related to reciprocity) and ‘improving quality of life’ and ‘supporting personal development’ (related to hope). Both groups of themes are identified as being particularly appropriate to intellectual disability services. The study concludes that reciprocity and hope seem to interact in factors related to staff retention, although the study suggests that reciprocity rather than hope is directly connected with retention.

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Workforce diversity and conflicts in care work: managers’ perspectives

Cited by 4 publications

References 17 publications

Employment Inequalities Among British Minority Ethnic Workers in Health and Social Care at the Time of Covid-19: A Rapid Review of the Literature

Employment Inequalities Among British Minority Ethnic Workers in Health and Social Care at the Time of Covid-19: A Rapid Review of the Literature

Managers' perceptions of masculinity and racialization in Swedish nursing homes

What encourages care workers to continue working in intellectual disability services in England? Interview findings

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